Part 5 Predictors of Job Performance CHAPTER 14 Integrity Testing Why worry about employee dishonesty Pressure to remain costcompetitive in a global marketplace Wide differences in perceptions of the extent of employee theft ID: 298543
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Integrity Testing, Drug Testing, and Graphology
Part 5
Predictors of Job Performance
CHAPTER
14Slide2
Integrity Testing
Why worry about employee dishonesty?
Pressure to remain cost-competitive in a global marketplace
Wide differences in perceptions of the extent of employee theft
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© 2008 Thomson/South-Western. All rights reserved.Slide3
Polygraph Testing
Polygraph (lie detector)
A machine that measures the physiological responses of an individual that accompany the verbal responses the individual makes to questioning by a polygraph operator.The physiological responses and the operator’s opinion are used to evaluate the individual’s truthfulness in responding to the questions.
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Employee Polygraph Protection Act (1988)
Made it illegal in selection (with the exception of specific circumstances) to:
Directly or indirectly require, request, suggest, or cause any employee to take or submit to any lie detector test to render a diagnostic opinion about the honesty of an individual
Use, accept, refer to, or inquire about the results of any lie detector test of any job applicant or current employee
Discharge, discipline, discriminate against, or deny employment or promotion to (or threaten to take such adverse action against) any prospective or current employee who refuses, declines, or fails to take or submit to a lie detector test
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Permissible Uses of the Polygraph
By Specific Employers
Private employers providing security services.
Manufacturers, distributors, or dispensers of controlled substances.
Federal, state, and local government employers.
Under Specific Testing Conditions
Workplace theft or other incident has occurred that resulted in an economic loss to the company.
Employee must have had access to the property that is the subject of the investigation.
“Reasonable suspicion” that the employee was involved in the incident.
Employee has been given specific written information about the incident being investigated and the reasons for the testing.
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Limitations of Polygraph Testing
Influence of reactions other than guilt on examinee responses
Variations in the levels of examinee lability (autonomic threshold)Use of countermeasures by examinees
High frequencies of false positive and false negative test resultsCertification of examiner qualifications
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© 2008 Thomson/South-Western. All rights reserved.Slide7
Paper-and-Pencil Integrity Tests
Types of Integrity Tests
Overt integrity testsDirectly ask for information about attitudes toward theft and the occurrence of previous theft behaviors.
Personality-based measuresDo not ask about theft behaviors directly.Inventory traits linked to several related employee behaviors that are detrimental to the organization.
Social Implications of Integrity Test Results
Respondents’ view of integrity versus personality
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Who Steals?
“Typical” Employee-Thief
is more tempted to steal
engages in many of the common rationalizations for theft
would punish thieves less
often thinks about theft-related activities
attributes more theft to others
shows more inter-thief loyalty
is more vulnerable to peer pressure to steal than is an honest employee.
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Personality-Based Measures
Integrity Scale Assumptions
Employee theft is just one element in a larger syndrome of antisocial behavior or organizational delinquency.Common personality patterns can be identified through the use of personality inventories.
Scale items are not transparent which reduces fake responses by respondentsIndividuals are rejected due to their personality profile mismatch to successful employees rather than for failing an integrity test.
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Primary Scales
Adjustment—Self-confidence, self-esteem, and composure under pressure
Ambition—Initiative, competitiveness, and the desire for leadership roles
Sociability—Extraversion, gregariousness, and a need for social interaction
Interpersonal Sensitivity—Warmth, charm, and the ability to maintain relationships
Prudence—Self-discipline, responsibility, and conscientiousness
Inquisitiveness—Imagination, curiosity, vision, and creative potential
Learning Approach—Enjoying learning, staying current on business and technical matters
Occupational Scales
Service Orientation—Being attentive, pleasant, and courteous to customers
Stress Tolerance—Being able to handle stress, being even-tempered and calm under fire
Reliability—Honesty, integrity, and positive organizational citizenship
Clerical Potential—Following directions, attending to detail, and communicating clearly
Sales Potential—Energy, social skills, and the ability to solve customers’ problems
Managerial Potential—Leadership ability, planning, and decision-making skills
SOURCE: Performance Programs, Inc. (http://www.performanceprograms.com).
TABLE 14.1 Scales of the Hogan Personality Inventory (HPI)Slide11
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Job
Negative Behaviors
That Are Correlated
Positive Behaviors
That Are Correlated
Truck driver
Discharges from work
Grievances filed
Claims for equipment failure
Commendations
Psychiatric counselor
Supervisor’s ratings of performance
Hospital service worker
Times counseled for aberrant behavior
Rehabilitation therapist
Injuries sustained
Incidents reported to insurance fund
State dollars spent for treatment
Nuclear power plant worker
Supervisor’s ratings of attitude, accuracy, punctuality
Service operations dispatchers
Absences
Navy electronics students
Course time completion
Customer service representatives
Supervisor’s ratings of quality, teamwork, performance
Telemarketers
Sales performance
Sales lead generation
SOURCE: Based on Joyce Hogan and Robert Hogan, “How to Measure Employee Reliability,” in
Employee Testing: The Complete Resource Guide
(Washington, DC: Bureau of National Affairs, Inc., 1988).
TABLE 14.2 Criteria Measures Correlated with Employee Reliability IndexSlide12
Usefulness and Validity of Integrity Tests
Issues
Occurrence of false positivesSetting cutoff scores to avoid false negatives
Empirical validityProblems of measuring a criterion variableWhat the tests are measuring
Correlation with the Big Five personality dimensions
Correlation of overt and personality-based integrity tests
The magnitude of fakability by respondents
Distortion is measured at the group-level; however selection decisions and distortion occur at the individual-level.
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© 2008 Thomson/South-Western. All rights reserved.Slide13
Drug Testing
Issues in Drug Use Measurement
Distinctions related to use (levels and frequencies of consumption) and impairment (deterioration in performance)Drug use varies by:
OccupationGenderAge
Education
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© 2008 Thomson/South-Western. All rights reserved.Slide14
Types of Drug Tests
Paper-and-Pencil Tests
Resemble paper-and-pencil integrity testsLimited by prohibition on self-incrimination
Urine TestsRequire screening and confirmation testsResults are dependent on threshold level set
Hair Analysis
Requires screening and confirmation tests
Allows for longer detection periods
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Types of Drug Tests (cont’d)
Fitness-for-Duty (Competency) Tests
Compares an individual’s response times and accuracy while operating a computer game to the individual’s previous scores on the game.
Oral Fluid TestOral swab taken from inside of individual’s mouth is analyzed for presence of drugs.
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Accuracy of Chemical Tests
Issues
Detection of drug does not determine:Amount usedFrequency of use
Time passed since useImpairment of the individualReasonableness of threshold for detection
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Legal Issues in Employment Drug Testing
Major legal questions about drug testing:
Testing represents an invasion of privacy.
Confidentially of test results is the principle concern.Testing constitutes an unreasonable search and seizure.
Nexus of testing and workplace problems is required.
Testing is a violation of due process.
Validity of results represents due process.
Drug users are protected under the Americans with Disabilities Act.
Former, but not active drug users, are covered by the ADA.
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Legal Issues in Employment Drug Testing
Major legal questions about drug testing:
Testing may violate the Civil Rights Act.
If testing is job-related, it is permissible.Testing may violate the National Labor Relations Act.
Testing is a working condition that is subject to collective bargaining.
Employers generally cannot unilaterally institute testing.
Disciplinary actions resulting from testing are subject to arbitration.
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Acceptance of Drug Testing Programs
Drug testing is accepted when:
An advance warning of the testing is givenRehabilitation rather than termination is when the presence of drugs is detected
There are fair detection procedures and explanation of resultsThere is a perceived need for testing.Either urinalysis or overt paper-and-pencil tests are used rather than a personality inventory.
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Guidelines for Drug Testing Programs
Limit testing to positions that have major safety implications or a history of poor performance in specific areas linked to drug usage.
Use both screening and confirmatory tests.
Obtain written consent before testing and provide the test results afterward.
Test all individuals in the same job status.
Ensure that privacy is afforded to individuals being tested.
Include education, counseling, and assistance as part of the testing program.
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© 2008 Thomson/South-Western. All rights reserved.Slide21
Graphology
Graphology
The analysis of the handwriting of an individual in order to infer personality traits and behavioral tendencies.Graphologist
The individual who performs the analysis of handwriting features:Size of letters, slant, width, zones (top, middle, and bottom), regularity of letter formation, margin, pressure, stroke, line of letters (upward, straight, downward), connections of letters, form of connection, and word and line spacing.
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FIGURE 14.1 Some Examples of Handwriting Features and Their InterpretationSlide23
Key Terms and Concepts
Integrity
Polygraph
Employee Polygraph Protection Act (1988)
Lability
Paper-and-pencil integrity tests
Overt integrity tests
Personality-based measures
Integrity scale
False positives
False negatives
Faking
Drug tests
Urine tests
Hair analysis
Fitness-for-duty tests
Oral fluid tests
Graphology
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© 2008 Thomson/South-Western. All rights reserved.